Presentación vodafone media noviembre 2013
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Presentación vodafone media noviembre 2013

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  • The Internet has transformed how information is created and accessed, and how people connect and collaborate. As a result, the way the world works is fundamentally changing. Professionals need to be more responsive and make faster and better informed decisions to perform in an accelerated business environment.  Enter LinkedIn. There is now a single, global community of professionals from which a magical new data asset emerges. With more than 175 million professional members representing companies in more than 200 countries and territories, LinkedIn is the world’s largest professional network on the Internet. These millions of professionals are adding information to their profiles, sharing important insights, and building their networks every day on LinkedIn.
  • By becoming more strategic and less reactive, companies are able to increase the efficiency of their teams and increase quality of hire. [Link this statement back to the client’s explicit goals & challenges].Remaining status quo won’t help solve the issues we discussed.
  • In order to meet your key TA objectives [reference their specific objectives, which you should have already uncovered during discovery], we should first take a look at the evolution of recruiting and where your organization is today. Many companies are moving toward a model where they’re developing sourcing expertise in-house, using automation to personalize their job opportunities, ensuring the right talent brand is in front of the right individuals and arming their recruiters with access to the right talent pools. They are moving away from a reactive, traditional model and towards a proactive, strategic approach (Note: From bottom to top, each row in the framework represents a recruiting capability):SOURCING: From agency reliance  to developing in-house sourcing and pipelining expertiseJOBS: From post-and-pray  to targeted & personalized job matchingBRAND: From no consideration of talent brand  to developing an employer branding strategyMETRICS: From no metrics established  to using talent data to improve recruiting effectiveness and ultimately shape business strategyWhere do you think you are in this evolution? [Have a conversation with the client and calibrate where they think they are in this process vs. what you think and come to a mutual agreement. Anchor them so that you can create a vision of where they can go next.]:Many clients will start at the “Developing” stageThe LinkedIn Core Solution helps get them to “Foundational.” This is a necessary first step.Clients already using the LinkedIn Core products can then think about more advanced strategies to get to the “Strategic” stage in the longer term (e.g., through Student recruiting, Campaign media, Branding Accelerator, Followers, etc).
  • How can we measure your employer brand? We start by looking at the reach and engagement you have with external talentTALENT BRAND REACH: Includes the people who know what it’s like to work at your company—those that are familiar with your company as an employerTALENT BRAND ENGAGEMENT: Includes the subset of people within your reach who are interested in you as a potential employerResearch shows that people familiar with what it’s like to work at your company are the same people connected to and engaging with your employees on LinkedInResearch also shows that people who are interested in working at your company are the same ones who are taking that extra step on LinkedIn to learn more: browsing/applying to jobs on LinkedIn, following your company, and visiting your company and career pages.Because these activities happen on LinkedIn, we can measure them. So we can see that at xyzCo, you have XXX members within your reach, and YYY of them have engaged with you and shown an interest
  • We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies.
  • [NOTE: Remove slide if customer has already bought a LinkedIn Career Page]Another common thing members do on LinkedIn is research companies. ### professionals visit your company page each month. They may come from an employee’s profile, from a search on LinkedIn, from Google, or from another source.Today, though, they only see basic information about your company, and how they’re connected to your employeesAgain you’re missing an opportunity to truly engage them.[Note: This excludes employees viewing their own company’s page]
  • Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
  • You can also engage talent when they research your company on LinkedIn. Over #### professionals are already visiting your company page every month. A career page on LinkedIn is your chance to impart a clear branding message about what your company is like and what sets you apart as an employer. Erica also sees jobs that are relevant for her background. Those career opportunities coupled with a strong employer branding message on your career page can leave a powerful impression on the potential candidates for your roles. Data Methodology: Companies that add Work With Us see a 34% (median) to 66% (75th percentile) increase in LCP traffic
  • [Use this slide if your client already has an LCP Silver to upgrade them to Gold or Platinum]You are missing the opportunity to more effectively engage talent by not personalizing your message to your audience.You can automatically tailor your employer branding message to talent in order to engage them more effectively. For example, when engineering talent researches your company, give them engaging, relevant content tailored to engineers.
  • To expand both your talent brand reach and engagement, you can also reach out to targeted talent across LinkedIn. Share your employer brand among new audiences and introduce them to relevant opportunities and employer brand messages for your company.
  • To expand both your talent brand reach and engagement, you can also reach out to targeted talent across LinkedIn. Share your employer brand among new audiences and introduce them to relevant opportunities and employer brand messages for your company.
  • After networking with your employees, seeing relevant career opportunities, and learning about what it’s like to work at your company, Erica is familiar with you as an employer. If she is interested in what she has learned—if you have successfully engaged her-- she may be ready to browse or apply to your jobs. Alternatively, she may decide to follow your company. By following your company, she is signaling that she wants to get more deeply engaged with your company over time. Erica is not alone. Already, over ### members have decided to follow your company on LinkedIn.
  • The power of the LinkedIn Core Solution is in how each element supports the others. Your branding and targeted job postings make candidates more likely to respond to your recruiters, making your sourcing efforts much more effectiveLikewise, your jobs and employee profile pages become powerful channels for candidates to discover and learn about your talent brand through your Career PageCompanies who adopt the Core Solution hire 75% more candidates through LinkedIn than companies with Jobs and Recruiter aloneData methodology:Respond to Recruiters: A member who has: (1) Viewed a job, (2) Viewed a company page, and (3) Followed a company is 2x as likely to respond to an InMail than a candidate who has not. (A candidate who’s done only 1 of these things is 50% more likely to respond than a candidate who has not)
  • Another way to engage Erica is when she networks with your employeesThe most common activity we see on LinkedIn is viewing other members’ profiles.### professionals view the profile pages of your employees every month [Note: This excludes employees viewing each other’s profiles]When they come to your employees’ profile pages today, this is what they see:Information about the person’s own background, and A Delta adThey aren’t learning about what it’s like to work at your company or what opportunities are available for themThese viewers are interacting with your employees, but you’re missing an opportunity to engage with them
  • As talent networks with your employees, help them learn about your company and the career opportunities you have for them. Engage them as they gain exposure to you as an employer.
  • Your employees are already networking with the right candidates you’d want to hire:Relate Merlin data on job function to their hiring needsRelate Merlin data on viewer companies to their competitors for talent and the companies they’d like to recruit from, as applicableYou can pose this as a question: “Are these the types of candidates that you’d want to recruit more effectively?”[Note: This excludes employees visiting each other’s profiles]
  • Not only does LinkedIn deliver hires, but we deliver candidates that can’t be found anywhere else.¾ of our clients’ hires that were influenced by LinkedIn jobs (people like Erica in the example on slide 21) were passive candidates—candidates that would be impossible to find on traditional job boards. This means:They viewed a job on LinkedIn and were later hired by the companyThey did not perform a job search on LinkedIn in the month prior to viewing the company’s job. They found the job they viewed through JYMBII, a forward from a contact, Career Page, or another job recommendation, AND that they were not actively looking at the time.Only LinkedIn can deliver results like these. And all of this occurred automatically![Important Note: There are 3 stats referring to passive candidates in this deck:50% of job applications come from sources other than search (slide 11). LinkedIn is good at getting the right jobs in front of the right people, and is not limited to active candidate search.74% of hires influenced by jobs are passive candidates (meaning they did not perform a search). LinkedIn delivers hires that no other platform can deliver because of our ability to match the right job with the right candidate.The two stats are highly complementary, but the 74% stat is more easily explained after you’ve walked the customer through the Merlin hiring impact methodology. If a customer asks what the difference is, you can explain “A lot of our applicants (50%) come from recommended jobs, and an even higher percentage (74%) of hires our clients make are candidates who were not looking at the time. This shows just how valuable it can be to get your jobs in front of passive as well as active candidates”] 3. ~80% of members on LinkedIn are passive (slide 8): This refers to the overall membership of the site, based on a study of LinkedIn members conducted by the Adler group
  • [Note: These are results that clients who post all or most of their professional jobs and invest in Work With Us and an LCP saw. Buying the LinkedIn solution drives incredible results!]What this chart shows is that clients with a strong branding presence on LinkedIn are 3x more effective in engaging talent on LinkedIn and ultimately converting them into hires. [compared to clients with low/no employer branding on LinkedIn]This shows how having a strong employer brand presence on LinkedIn helps our clients more effectively hire passive and active candidates. Our clients are more successful when they’ve engaged talent on LinkedIn and have warmed them up to be interested in our clients’ career opportunities. [Note: This is a powerful way of demonstrating LinkedIn’s impact, but critical to ensure that the client understands the methodology]LinkedIn can see you have hired talent because our members update their LinkedIn profiles when they change jobs. LinkedIn can also see which of these hires engaged with your brand on LinkedIn prior to making their career move. [Note to RMs: RMs should review Merlin and decide whether to add their client’s results to date as comparison. This can be a very powerful up-sell tool]
  • Why should you care about your employer brand?It’s something your talent peers are thinking about and investing in93% are investing in it this yearEven if it hasn’t been a priority for your company, it is for your peers, and it will impact your ability to hire2) Why are your peers thinking about it? Having a strong talent brand makes it easier for you to hire talent A strong brand means that talent is more interested in working at your company It can reduce your overall cost per hire by up to 50%Today we want to talk about how LinkedIn can help you measure your employer brand and strengthen it to engage the talent you are looking to hire. (Discovery questions you can use to intro the discussion) How do you think about your employer brand? How do you measure/track your employer brand today? How would you rate your employer brand vs your peers? How easily would you say you attract talent to your roles vs your peers? Are there groups where it’s harder/easier? Who are your biggest competitors when it comes to hiring top talent? Why are they more effective? Is it related to brand?

Presentación vodafone media noviembre 2013 Presentación vodafone media noviembre 2013 Presentation Transcript

  • Talent Solutions Vodafone España ©2013 LinkedIn Corporation. All Rights Reserved.
  • LinkedIn: A global pool of talent North America: 91M+ Latin America and Caribbean: 20M+ España: 5M+ Europe, Middle East and Africa: 74M+ Asia Pacific: 42M+ 259M+ +2 new 143M+ Members Worldwide Members Per Second Monthly Unique Visitors Monthly uniques source:Comscore
  • Talent Acquisition is becoming more strategic as organizations learn how to engage passive talent Strategic Foundational Developing Strategic: Low cost Efficient Quality of hire focus Proactive pipeline-based process Traditional Reactive: High cost Labor-intensive Applicant quantity focus Req to req process TALENT SOLUTIONS 3
  • Talent Acquisition Maturity Model Strategic Foundational Established metrics and benchmarks Data driven decision making Metrics Understanding of employee value proposition Defined employer brand strategy Influential talent brand engaging employees and candidates Brand Post-and-pray Jobs on niche boards and social platforms Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs Reactive, over-reliant on agencies Build internal capabilities to focus on passive talent Engage with strong pipeline of leads and „silver medalists‟ Team-wide pipelining with engaged talent communities Sourcing Developing Traditional TALENT SOLUTIONS
  • We first assess two important elements of your talent brand: Reach and Engagement Talent Brand Reach Talent that‟s familiar with you as an employer Viewing employee profiles Connecting with your employees Talent Brand Engagement Talent that is interested in you as an employer Researching company and career pages Following your company Talent Viewing jobs and applying LinkedIn Confidential ©2013 All TALENT SOLUTIONS 5 Rights Reserved
  • Talent Brand Index can measure your talent brand What percent of people who know about you show an interest? Talent Brand Reach Vodafone España Talent Brand Index = 16% Talent Brand Engagement Talent Brand Reach Talent Brand Engagement Talent LinkedIn Confidential ©2013 All TALENT SOLUTIONS 6 Rights Reserved
  • We can compare your LOCAL Talent Brand Index vs peers ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 7
  • When candidates research your company today, they miss your local & talent brand 876 professionals visit your company page every month TALENT SOLUTIONS 8
  • Your target talent is researching your company 876 professionals visit your company page every month Top job functions Top viewer companies Note: number of professionals visiting reflects unique members visiting your employees profiles ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 9
  • Engage them with your branding and targeted jobs Vodafone España Careers TALENT SOLUTIONS 10
  • Provide highly targeted branding messages to the talent researching your career opportunities Audience: Sales Audience: Marketing Audience: Technical Use strong imagery, Convey a clear message about your company, and feature engaging, relevant content TALENT SOLUTIONS 11
  • Drive reach and engagement among highly targeted audiences where you‟d like to boost your brand Reach your ideal audience wherever they go on LinkedIn Erica Robertson Sales at Vodafone España Picture yourself with a career in Sales at Vodafone España Erica Robertson Account Manager Your ideal passive candidate LinkedIn Confidential ©2013 All Rights Reserved TALENT SOLUTIONS 12
  • Drive reach and engagement among highly targeted audiences where you‟d like to boost your brand Reach your ideal audience wherever they go on LinkedIn Erica Robertson Sales at Vodafone España Picture yourself with a career in Sales at Vodafone España Erica Robertson Account Manager Your ideal passive candidate LinkedIn Confidential ©2013 All Rights Reserved TALENT SOLUTIONS 13
  • Invite members to Follow your company and stay engaged over time 13,068 professionals are following your company on LinkedIn Follow Vodafone Vodafone Careers España Ariel Hsiao Account Manager Emily Meinhardt Account Executive Todd Logan VP of Finance Hillary Carroll Manager of Operations ABOUT Vodafone Amazon TALENT SOLUTIONS 14
  • Followers Statistics 13,068 ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 15
  • The LinkedIn Core Solution creates a virtuous cycle Strategic Sourcing and Pipelining Candidates who have engaged with your brand are 2x as likely to respond to your recruiters Companies who adopt core solution strategy hire Metrics and Analytics Personalized Job Targeting 75% more candidates through LinkedIn than companies with Jobs and Recruiter alone Talent Brand Development TALENT SOLUTIONS 16
  • What do candidates see when they visit your employees‟ profiles? Megan Jain Account Manager Your ideal passive candidate Note: number of professionals visiting reflects unique members visiting your employees profiles ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 17
  • Engage them in the right context Promoting on employee profiles can increase Career Page visitors by up to 66% Megan Jain Sales at Megan Jain Account Manager Your ideal passive candidate TALENT SOLUTIONS 18
  • Your target talent is networking with your employees 9,694 Top job functions professionals visit your employees‟ profile pages every month Top viewer companies Note: number of professionals visiting reflects unique members visiting your employees profiles ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 19
  • Employees Vodafone España TALENT SOLUTIONS 20
  • ~3/4 of hires influenced by the LinkedIn Solution were passive at the time 26% Active 74% Passive 74% of members who changed their profile from another company to LinkedIn client company after viewing a client company job did not perform a job search on LinkedIn 30 days prior to viewing that job ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 21
  • Clients who invest in branding on LinkedIn can more successfully hire passive and active candidates % of all hires impacted on LinkedIn 40% 35% 30% 25% 20% 34% 15% 10% 5% 11% 0% Clients on LinkedIn Clients who have invested in talent brand on LinkedIn (Recruiter + some Jobs) (The LinkedIn Solution) “LI hire” measured as employees changing their profile from another company to client company from December 2011- May 2013 These averages include companies in all regions and account sizes LinkedIn Confidential ©2013 TALENT Reserved All Rights SOLUTIONS 22
  • Employer brand is top of mind for recruiting professionals Up to 93% 50% of employers plan to maintain or grow investment in employer brand Savings in cost per hire is associated with a strong employer brand LinkedIn can help you understand, measure and improve your employer brand Source: LinkedIn July 2013 survey of over 4,700 talent acquisition decision-makers across 15 countries LinkedIn Confidential ©2013 All Rights Reserved TALENT SOLUTIONS 23
  • TALENT SOLUTIONS
  • ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 25
  • ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 26
  • ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 27
  • ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 28
  • ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS 29
  • Propuesta Media Solutions Follow the Market Development Model (Current) Company Ads Campaigns (150K) Company Ads Campaigns (600K) Employee Profile Ads (2.633 *5€) 3.800€ 3.800€ 26,915€ CHECK IN Career Page Dinámica Employee Profile Ads (2.633 *5€) ?? Lead the Market Strategic Model Career Page Estática Talent Brand Development Match the Market Foundational Model 37,165€ * Firma antes del 31 de Diciembre Contrato del 1 de Febrero 2014 al 1 de Febrero 2015 ©2013 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS